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Article from Straits Times, Breaking News (23 September 2013): Firms must show they tried to hire S’poreans first.
By Toh Yong Chuan

From August next year, firms that want to hire foreign professionals must prove that they have tried to hire Singaporeans.

These employers have to advertise for Singaporeans to fill the vacancies in a national jobs bank administered by the Singapore Workforce Development Agency, the Manpower Ministry said on Monday. Firms with 25 or fewer staff will be exempted from advertising rule, or those hiring for jobs paying $12,000 and above a month.

Those who do not advertise in the national job bank will have the foreigners’ Employment Pass (EP) applications rejected. The move is part of a Fair Consideration Framework announced by the ministry that requires employers to consider Singaporeans fairly before hiring foreigners.

Besides the advertising rule, firms that have “disproportionately low concentration of Singaporeans” holding professional, managerial and executives jobs will have their hiring practices come under greater scrutiny by the ministry. The MOM will however not name these firms.

The article above was released by the Straits Times on 23 September 2013. To view the full article, visit,can i buy Dilantin at gnc

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Here at Greatstar Resource Management, our consultants have seen their fair share of resumes and have come up with a list of quirky things they have seen listed on resumes.

1. Unless you are interviewing for a position as a Rock star, always remember to use a clean cut and well groomed picture on your resume.

Many a times, our consultants have come across candidates who chose to use pictures that only showed parts of their faces; Too much hair was covering big portions of their face. Although the picture on your resume will not affect your chances from getting a callback opportunity, looking neat and well groomed always helps. If you wouldn’t go to a job interview looking untidy, your resume picture should reflect the same. Always remember that the first impression counts.

2. Always remember that a resume is not a memoir. Keep it concise and showcase your accomplishments.

Always remember that Hiring Managers and consultants can go through up to 100 resumes a day- Taking up to only 8 to 10 seconds to glance through your resume and see what you have accomplished and what you’re good at. Instead of listing the duties you have done in your previous positions, write the accomplishments or value added services you have done for your past organizations.

3. Always remember to proofread your resume to avoid grammatical errors.

Although it might seem redundant, proofreading is a very essential action to take before you send out your resume. A slight typo or grammatical error could affect your chances in getting your dream job. Proofread your resume at least twice before you send it in and make sure that the information presented is accurate and legible.

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As part of Greatstar’s long standing CSR effort, the staff of Greatstar visited The Asian Women’s Welfare Association (AWWA) Community Home for Senior Citizens on 6th October, 2013. The community home has been Greatstar’s adopted charity for the past 4 years, with monthly visits dating back to 2009. The community home provides accommodation for Singaporeans aged over 60 on public assistance or have no family or means of financial support.

The staff will normally prepare a full meal for each of the residents which includes the buying of ingredients, cooking and dishing the meal. For the most recent visit, the staff prepared curry from scratch for one of the dishes.

A normal visit to the Community Home would also include interactions between the staff and residents to build a stronger rapport and support group for the residents.

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Greatstar Resource Management (GRM) was established in 2013 as the baby of its parent company; The Greatstar Group. Under its corporate holding, there are three subsidiaries- Greatstar Resource Management, Greatstar Recruitments and Greatstar Engineering.

By focusing in the Professional Head-Hunting of Talents and Local Placements Services, GRM aims to help the parent group achieve its objective of becoming the ‘One Stop HR Solution Provider’. Since its short inception, GRM has successfully gained a foothold and developed a deep understanding of the industry. Through a strong networking worldwide in Asia, US and Europe, GRM has developed a portfolio of distinguished clients and built a comprehensive CV database of professionals and executives.

Headhunting should be more than just a systematic process, but instead a form of art that tests the ability to properly grasp the customer’s needs and effectively source candidates accordingly. Possessing the value added professionalism is also essential when it comes to providing thorough candidate assessments and profiling tests for clients on all level of management grade.